accelerate-lp-logo
How Do You Hire
pete abilla
gabe villamizar

HireVue Accelerate’s Pete Abilla and Gabe Villamizar caught up with 7 executives and asked them...

“How do you hire top sales talent”

Here are their answers.

...you're hiring bad breath because it's better than no breath at all." Not good. .
trish bertuzzi

Founder and President

The Bridge Group

You have to consider it your job—your whole job. I always  tell my clients, "You're hiring fast, and you're hiring bad breath because it's better than no breath at all." Not good. Those people are not going to make their numbers. You're going to spend all this time and energy getting them ramped up, and they're not going to be what you need. I think people need to be proactive. Don't wait for someone to bring you the candidate. Go get the candidate. And if you haven't read Mark Roberge's book The Sales Acceleration Formula, go get it, read chapter three, embrace it, and you'll hire better people.
You have to create an experience. You have a funnel of candidates just like you have a funnel of sales
steve richard

Founder, VorsightBP

We’re doing a lot in social media to demonstrate how much fun it is to work in our oce. People aren't taking jobs these days just for money— especially Millennials. They want the culture, the perks, the benefits, they want to feel a sense of being a part of something larger. That has to be reflected in your job posting, in the interview process and in all the touch points along the way. You have to create an experience. You have a funnel of candidates just like you have a funnel of sales prospects. So you have to know how to push all the buttons along the way. We love HireVue for that
...you want them to know who I am. You want them to know the successes my company is experiencing ...so that we can attract the best talent to our organization.

That's a topic near and dear to my heart. First, I believe success is something you attract by becoming an attractive person. So if I'm not adding any value to the marketplace and I'm not building my brand and I'm not talking passionately about my passion, no one is going to know who I am. So when the time does come to hire sales talent, I want them to know who I am. I want them to know the successes my company is experiencing...so that we can attract the best talent to our organization.

I'm a big fan of somebody who has a very positive, inspirational attitude about themselves and about the world, number one. Number two, I love people who hustle, they understand what it means to take action rather than think too much. Lastly, I like a sense of vulnerability or insecurity—someone who wants to be learning no matter what stage of their career they're at.

ralph barsi

Sales Development Thought Leader

Senior Director, Achievers

ultimate guide to sales training programs and methodologies

You have written an excellent piece. I do not say that lightly

VP of SALES, $3 Billion Revenue Co.

Give me my free ebook!
It’s systems, it’s processes, it’s leadership, it's who you hire, bringing in the right people, it's a whole mix put together and working well.
lori richardson

Founder and CEO, Score More Sales

President, Women Sales Pros

As a sales leader, I always hired on gut and I never did better than 50 percent. And that's the experience I hear about from a lot of people. So I like tools that will help you identify what your best sales reps do, then try to find more people that have those same traits and characteristics.

So we found it takes an hour to teach each person about us, so why don't we do that as a group. 
ken krogue

Founder and President

InsideSales.com

We found that you have to start by profiling who's doing a great job. It’s a lot like the baseball movie Moneyball, where you look at their talent, you look at their personality, you look at their betting process, and where they practiced. Where did they learn? What schools did they attend? What companies have they worked for? What skills do they have? Each of these things add up to the ideal hire.

 

We found it takes an hour to teach each person about us, so why not do that as a group? We get 20 candidates in at the same time, and we teach them about us. They learn things they would never would have on an individual basis. And there's such a group synergy that happens that all 20 want to work for us. We cut hiring time and process in half.

keenan answers
Making people have the right attitude and that they can adapt to the environment, I'd think that those are two key characteristics of a rock star sales person.
bubba PAGE

Founder and CEO, QuotaDeck

Founder and CEO, LaunchLeads

For me, the very first thing is attitude. I look for people who are happy. They're positive. I'd much rather have somebody who is happy and positive to be around because it's better for the people in the oce and it's better for the prospect. You've heard the term 'smile and dial.' That is real. Attitude is number one. Number two is not necessarily what their historical performance has been. A lot of people look for that. They look in the resume, "Were you on the president's club? Were you a top-performer?" I don't necessarily think that's what's going to determine if they will be a future performer because motivations change over time. You might find a young, hungry hustler right out of college. If you give them the right motivation and the right training and the right environment, they could be your top performer and your next VP of sales. Whereas if you hire somebody who was the VP of sales, who knows it all, they might not be willing to mold and adjust to the environment of the new company standards.

 

Number three is drive. What really gets them going? I don't necessarily think money is the top thing that a sales person needs. I think that there's more than that because life is only going to be fulfilled so much with money. What really motivates them? Is it providing for their family? Is it their career? Other top sales leaders want to hire the guy who drives a really expensive car because he has a big payment and he has to earn enough money to pay for it. For me, I want somebody who's going to be totally honest, with high integrity. I think they'll perform better in the long run.

Study after study after study shows it's the soft skills that correlate to success. What is their story? How optimistic are they? 

Finding people isn't as hard as you think. The issue is how you define a good sales person. You spend too much time focusing on, "Do they have SAS experience? Have they sold for five years? Have they worked in this industry?" That doesn't correlate to success. Study after study shows it's the soft skills that correlate to success. What is their story? How optimistic are they? David Silik did a study in the 80s that showed that optimism is one of the biggest correlators to success in sales. It showed that those who failed Met Life's screening process, but scored high on optimism, outperformed those who didn't score high on optimism and passed their screening test. Grit and determination is another one. People with higher scores of grit do better than those who don't. So rather than looking for people who have SAS, years of experience and GPAs, start looking for some of the skill sets that fit. The ones that actually correlate to success.

Kennan

CEO and President, A Sales Guy Inc.

The Ultimate Guide to Sales Training Programs and Methodologies

This comprehensive 62 page eBook will answer every single question you have ever had about sales training.

Included in this guide to sales training methodologies from top training companies - we detail their approach, features, benefits of their sales training programs. Plus templates, budget worksheets, and more - all to help you identify your sales training needs and the right sales training companies to help you.

And way, way more. Get your FREE eBook today.

Instant Download

Complete the form and get your FREE eBook now.